Before you leave your job with New Hanover Regional Medical Center, review these steps for managing the end or transfer of your benefits.
Departing NHRMC – Impact on Benefits
If you are preparing to leave your employment with NHRMC, PMH or Home Care, please be certain to carefully read all of the information below regarding your benefits. In certain cases, you must take action by a specific date to protect your rights. If you fail to act in a timely manner, you will lose those rights.
To help you manage the process of ending your employment and the benefit impacts, please click here for a checklist.
Electing to Continue Coverage Under COBRA
For an explanation of your rights under COBRA, please read this notice.
About 2 weeks after your date of termination, you will receive by mail at the home address listed in Lawson a COBRA notice and enrollment forms from NHRMC’s COBRA Administrator, Flores & Associates. Carefully review the forms and the deadlines.
To enroll in COBRA for yourself and/or your dependents, an application must be completed and returned NO LATER THAN 60 days after the latter of the date your COBRA notice is provided to you or the date your coverage ends. If the application is not returned within this time frame, you will lose your COBRA rights and your coverage will be terminated as of the last day of the month in which your employment ended.
Cost of COBRA Coverage
The cost of COBRA continuation is subject to change. Please click below for the rates.
2020 NHRMC COBRA Rates
2020 PMH & Home Care COBRA Rates
NHRMC 2019 COBRA Rates
PMH & Home Care 2019 COBRA Rates
Medicaid & CHIP
Active employee health, dental and vision coverage for you and your covered dependents ends the last day of the month in which your employment terminates. You may elect to continue the same coverage you carried as an active employee for you and your covered dependents for a limited duration under the provisions of Federal law known as COBRA.
Under COBRA, you and each of your covered dependents who were enrolled on the date coverage ended have an independent right to elect continuation of that same coverage. Your dependents’ eligibility is NOT conditional on your own continuation of coverage. You cannot, however, continue medical coverage for which you were not enrolled prior to the loss of coverage. Likewise, you cannot change the plan design under which you were covered while employed except during the Annual Enrollment period each fall (presuming you remain eligible for COBRA at that time). However, a qualifying life event will still allow you to change the dependents covered under your COBRA plan. For example, a child born to or newly adopted by you while you are covered under COBRA may be enrolled in the same plan design in which you are covered if you act to do so within 30 days of the birth or adoption.
The duration for which coverage can be continued when coverage ends as a result of any termination of employment is generally 18 months. Coverage could end earlier if premiums are not paid timely (within 30 days of their due date), if you become covered by another group health plan (including Medicare) or if the Company ceases to provide similar coverage to active employees.
Active employee contributions for flexible spending accounts (“FSAs”) will end with the last paycheck you receive after termination.
Healthcare Spending Accounts
You may continue to incur expenses for your healthcare spending account until the end of the month in which you terminate. Requests for reimbursement must be submitted to Flores & Associates, NHRMC’s Flexible Spending Account Administrator, by June 15 following the plan year. Your Flores card will be deactivated at the end of the month in which you terminate employment. Reimbursement requests must be submitted by paper form to Flores & Associates or online at www.Flores247.com.
For example, if you enrolled in a healthcare FSA for the plan year 2019 but you terminated your employment with NHRMC on October 2, 2019, you would be able to incur expenses through October 31, 2019 and submit those expenses for reimbursement to Flores & Associates by June 15, 2020.
If, by your termination date, your incurred expenses from your healthcare spending account are lesser than your current balance, you may continue your participation in the healthcare spending account during the balance of the current year in accordance with the provisions of COBRA.
Dependent Care Spending Accounts
You may incur expenses until the end of the month in which you terminate. Requests for reimbursement must be submitted to Flores & Associates, NHRMC’s Flexible Spending Account Administrator, by June 15 following the plan year.
Dependent Care Spending Accounts are not subject to the provisions of COBRA.
- Tuition monies received in any of the 12 months preceding the termination date must be repaid in full to NHRMC. In months 13-24, the amount owed to NHRMC is 50%. This is based on the date paid and not the date the course was completed.
Monies owed to NHRMC will be automatically deducted from your final paycheck/PDO check and a bill sent for any remaining balance.
Contact AIG (formerly Valic), NHRMC’s 403(b) administrator, to discuss your options for rolling over or taking a distribution from your 403(b) funds. AIG can be reached at 888.568.2542 Monday through Friday 8:00 a.m. to 9:00 p.m. To schedule an appointment with an onsite representative, call 910.815.5294. Or visit https://www.valic.com/home for information.
For employees of NHRMC Physician Group, the retirement plan is the the 403(b) with the matching contributions (per plan rules). Only those employees who participate in the 403(b) plan by contributing are eligible. The plan has a 3-year cliff vesting schedule.
If you were enrolled in basic life insurance, supplemental employee life insurance and / or spouse life insurance, please know that this coverage ceases on the last day of your employment. You may be eligible to convert (essentially change your group life insurance policy to an individual universal life insurance policy) or port (take your group coverage with you once employment ends). Porting of life insurance is limited to those 69 years old and under and who terminate employment for reasons other than retirement, illness or injury.
To inquire about porting or converting life insurance and spouse life insurance, please contact SunLife Life Assurance Company within 31 days of your termination date. The initial premium is also due within the same 31-day period. SunLife can be reached at 1.800.247.6875. If you were an NHRMC employee, please reference policy number: 234884-001. If you were a PMH employee, please reference policy number: 234885-001.
Dependent life insurance ceases on the last day of your employment. You do not have the option to port or convert this coverage.
Please refer to the Paid Days Off (PDO) policy for information about accrual and eligibility for payment of unused PDO upon termination of employment.
As an active employee you may have been enrolled in long term disability insurance with either a 90-day waiting period, a 60-day waiting period, or, for PMH employees, 180-day waiting period. This coverage, if applicable, ceases on your last day of employment. You may be eligible to convert your long-term disability coverage. You must contact SunLife Life Assurance Company within 31 days of your termination date to apply for conversion of long-term disability. The initial premium is also due within the same 31-day period. SunLife can be reached at 1-800-247-6875. If you were an NHRMC employee, please reference policy number: 234884-001. If you were a PMH employee, please reference policy number: 234885-001.